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Got a minute? If you're a busy manager, that's about all you have. That's why Carla Cross, management coach, speaker, and author, has created this blog just for you, with ready-to-use tips to master management through people.

So You Think Poor Hiring Practices Don’t Cost You a Thing…..


red flagSo, you think poor hiring practices don’t cost you a thing, right? Most brokers don’t realize they are doing irreparable damage to their companies by hiring those who aren’t going to go right to work—and keeping those who won’t work. Here are the 3 biggest consequences to poor selection I see.

1. Stops you from hiring great producers

Likes attract. How can brokers hope to hire that great producer when they have more than 10% of their office as non-producers? I can see it now. “Sure, I’ll come to your office. I’m a top producer, and I just love to be dragged down by those non-producers. It will be my pleasure to waste my time with them.” Not.

2. Kills your recruiting message

Do you have a training program? Do you use it to recruit? Here’s the real message: “We have a training program. All our new agents go through it. We don’t get any results from the program, so it really doesn’t work. But, join us.” You can’t possibly show how successful your training program makes your agents because your training program can’t possibly get results—poor people in and no actions and accountability required.

3. De-motivates your agents to provide referrals to you.
Your outcomes and hiring practices speak more loudly than you could possible speak. Why would one of your good agents possibly refer someone to you when your good agent doesn’t see those you hired starting right out and making money fast?

Will Your Market Cover Up Your Practices?

In a fast market, ‘accidental sales’ buoyed poor agents and made them look as though they were actually selling enough real estate to be a ‘median’ agent. When the market left, so did the agents’ ‘mirage’ of decent production. Now, brokers need to hire with purpose (using a stringent, professional interview process). Then, they need to put agents right to work with a proven start-up plan.

Please Tell Me What You Think

What do you think a non-productive agent costs the company? In my next blog, I’ll give you some line items that will probably double what you think a bad hire costs. Let’s see what you think first. Poor hiring practices really, really hurts brokers—both financially and emotionally.

eBook Cover(2)Want some assistance in developing an effective system to hire those who actually go to work? Check out Your Blueprint for Selecting Winners–the questions, the processes, and the systems you need to put your recruiting on the right track!

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